“Train people well enough so they can leave,
treat them well enough so they don’t want to.”
We develop and deliver ideas that help retain your greatest asset
Want to know how to hang on to your best people? Let them know how they can succeed in your company and share the internal successes.
It’s simple – communication is the key to employee retention
Talent management has been around for a while now, but are we using it in the right manner? The beginning of a relationship with HR is built on a very personal level and once on-board the gap between HR and the new employee widens quite dramatically; communication is transacted, usually one way, on a company or department-wide basis. Is talent management working here?
We all know it’s important to have the fundamentals in place
Let’s assume you have your annual or quarterly performance review programme on the calendar; personal development plans are in place and line managers know how to introduce quarterly goals and objectives. These are pre-requisites for employee retention.
Who is responsible for managing career development?
HR may be responsible for sign-posting the way but ultimately the responsibility falls to the individual contributor. Do your employees know that they are responsible for managing their career development? Communicate with your employees, inform them that they hold the key to their own success. Share with them how to move to their next role and fulfil their potential.
Call us today for an informal chat
Contact Angela Williams at Quite Literally HR on